Three Key Learnings:
1. Why current approaches to providing feedback in the workplace don't tend to work for Neurodivergent individuals, and the unintended consequences these traditional approaches can have.

2. A framework for approaching workplace feedback that can lead to a sense of empowerment for the Neurodivergent individual rather than compounding existing struggles.

3. How this can lead to an overall more neuro-inclusive workplace environment as staff members learn to challenge their own judgements and approach their colleagues with curiosity instead.


Having recently returned home to New Zealand I am excited to have the opportunity to participate in this event and share learnings from my work hosting neurodiversity workplace trainings and coaching programs primarily in USA.

A large part of this work, and my social media advocacy, focuses on communication and in particular how traditional workplace communication can be very challenging for Neurodivergent individuals to comprehend and implement, and often have unintended consequences for the Neurodivergent individual's mental health.

RSD being triggered, needing to mask in order to meet the expectations that are being communicated to you, or simply spending precious time and energy decoding what is actually being said. Communication is by far the most common topic raised to me by Neurodivergent individuals as the thing that is causing them to feel drained or burnout from work.

This is particularly the case when Neurodivergent individuals are given feedback. Very often, this feedback is subjective and leaves no room for neurodivergence or a discussion about how the standards being expected of the individual are perhaps reflective of society's ableism.

Through speaking with Neurodivergent individuals and employers, I have developed a framework for neuro-inclusive feedback that provides that space.

The framework is focused on becoming conscious of one's own misperceptions or potential biases, active listening and trusting the Neurodivergent individual as the expert on their own reality, and ensuring that any changes decided on are co-created so that they have a chance of truly being effective in the long term.

Using real examples from my own lived experience and my work, it also becomes clear how this framework leads to an overall more neuro-inclusive workplace environment as staff members learn to challenge their own judgements and approach their colleagues with curiosity instead.